Join the DE SHRM Chapter on November 14th at 7:30AM for a breakfast presentation with Jonathan Segal from Duane Morris.

There is no denying there is a gender gap, particularly at senior level positions. The only question is how a big it is. Some say it “only” 10%. Would you be willing to give up 10% of your pay? I wouldn’t.

Of course, not every differential in pay is due to gender. How society values positions and choices individuals make are relevant, too. But where the gap exists and there is no credible basis to explain, the employer’s exposure to liability is substantial. The gender gap also results in lack of engagement and retention, when women realize they are being paid less for no clear reason.

This program includes 10 promising practices for helping employers to close the gender gap. The recommendations are based, in part, on laws in other states and proposed laws in various state and local jurisdictions. There will also be discussion of how factors often unconsidered contribute to the gender gap, such as the “access gap” to opportunities and unconscious bias in evaluations that result in less merit pay. The program will also talk about some more rudimentary steps that employers can take but sometimes don’t, such as eliminating the question on prior salary from the application and requiring approval to go outside the established range for the position.

No matter how often I talk about this issue, I learn something, too. So, attendees will be given the opportunities to share effective practices in their organizations. We all can learn from each other.

Learning Objectives:

1. Provide practical practices to consider in order to close the gender pay gap.

2. Discuss implications of pay gaps for employers.

3. Examine laws and proposed laws at all levels that relate to gender pay gap.